Traliant Resources


Newfoundland and Labrador
Equal Employment Opportunity


Please review the information below and then return to the workplace harassment and violence prevention course.


Applicable Laws

The primary Newfoundland and Labrador law prohibiting employment discrimination, including harassment, on the basis of any protected ground is the Newfoundland and Labrador Human Rights Act.

The Newfoundland and Labrador Occupational Health and Safety Act prohibits harassment and violence in the workplace.

Protected Grounds

Harassment or discrimination based on any ground set forth below is prohibited in Newfoundland and Labrador.

  • Race
  • Colour
  • Nationality
  • Ethnic Origin
  • Religious creed
  • Religion
  • Age
  • Disability
  • Perceived disability
  • Disfigurement
  • Sex
  • Sexual orientation
  • Gender identity
  • Gender expression
  • Marital status
  • Family status
  • Source of income
  • Political opinion
  • Conviction for an offence
  • Association with other individuals

Some provincial or territorial laws provide additional, separate standards and remedies for certain prohibited conduct, such as laws addressing equal pay without regard to sex or other protected ground.

Definitions of Harassment and Violence

Harassment is unwanted offensive or humiliating comments or behavior. There must be a link between the harassing behavior and that person’s protected personal characteristics.

Violence means the attempted or actual exercise of physical force to cause injury to a worker and includes threatening statements or behaviour which gives a worker reason to believe that the worker is at risk of injury.

Filing a Claim in Newfoundland Labrador

A claim for employment discrimination or harassment based on a protected ground may be filed with the Newfoundland Labrador Human Rights Commission.

A claim related to workplace violence, including harassment, may be filed with the Newfoundland Labrador Occupational Health and Safety Division.

Retaliation Prohibited

Employer retaliation against an employee who files a complaint relating to harassment or workplace violence or is involved in the complaint process is unlawful.